Industry
Construction HCM where prevailing wage and certified payroll have to land clean.
Custom prevailing wage engineering, certified payroll automation, multi-state DBA compliance, union fringe and dues remittance — we build configurations that survive federal audit and union review at the same time.
Our expertise
Where the depth comes from
Prevailing wage engineered into the system
Prevailing wage and certified payroll are unforgiving compliance surfaces. Wage determinations vary by jurisdiction, by trade classification, by project. Federal Davis-Bacon rules layer onto state DBA requirements — which themselves layer onto union contracts. The math has to be right at the system level, not patched together in post-payroll spreadsheets. We build the earning code structure, pay rule logic, and certified payroll reporting to handle the math natively, with full audit trail.
Integration depth across the construction ERP boundary
Construction ERPs own the operational model the rest of the business runs on — jobs, phases, cost codes, and the project-specific account structure underneath them. Viewpoint Vista, Viewpoint Spectrum, COINS, ECMS, and Acumatica Construction Edition are where project accounting and job costing actually live. HCM has to land cleanly on that surface, including the prevailing-wage and certified-payroll dimensions construction operations carry. We design the integration as bidirectional from day one. Employee, job, phase, and cost-code data flow into payroll. Labor cost flows back out, allocated to the right job and cost code, ready for the GL post — with prevailing-wage classifications and union benefit allocations preserved through the round trip.
Specialist tools where they fit, custom engineering where they don't
Specialist prevailing-wage tools cover straightforward jobs cleanly. The construction work that usually lands at RJR runs harder — multi-trade, multi-state, multi-union projects with custom prevailing-wage determinations and project-specific rate tables. We run our own prevailing wage and certified payroll engine, engineered for that operational complexity rather than forcing operations to work around generic constraints.
Maintenance work that scales with project complexity
Construction operations evolve project by project. New federal contracts, new state DBA jurisdictions, new union agreements, new prevailing-wage determinations. The configuration that handled last year's project mix doesn't survive without maintenance. We stay engaged for project rollouts, rate-table updates, and certified payroll reporting changes.
Multi-EIN, multi-state, multi-union operating reality
Construction businesses often operate across multiple legal entities — one EIN per joint venture, separate EINs for federal vs. state-only work, EIN structures that align with bonding capacity and lien rights. Layered on that: multiple state jurisdictions, multiple union contracts, project-specific prevailing-wage determinations, and certified payroll reporting requirements that vary by funding source. We design the payroll architecture to handle this complexity without flattening it. Operational consolidation where it helps, legal-entity separation where regulations require.
Frequently asked
Questions we hear
How do you handle federal Davis-Bacon and state DBA requirements together?
We engineer the wage-determination logic to layer cleanly. Federal Davis-Bacon rates apply where federal funds touch the project. State DBA rules layer on top where state requirements are stricter. Union contracts add another layer where applicable. The system applies the highest-rate rule that applies to each worker on each job, automatically. Certified payroll reports generate clean from the same data, no manual reconciliation.
When does specialist tooling fit, and when does RJR's engine fit?
Specialist prevailing-wage tools handle straightforward jobs cleanly, and we work alongside them when that's the right fit for the engagement. The construction work that lands at RJR usually runs harder — multi-trade, multi-state, multi-union projects with custom prevailing-wage determinations and project-specific rate tables that exceed what specialist tools were designed for. We have our own prevailing-wage and certified-payroll engine for that complexity, and we tell prospective clients directly when their workforce model is straightforward enough that a specialist tool fits better than our engine does.
Can you handle union fringe and dues remittance in HCM?
Yes. Fringe benefit calculations (welfare, pension, training, supplemental), dues remittance to multiple union locals, and the reporting required by collective bargaining agreements are all configurable in the HCM. We design the earning and deduction code structure to handle the union-specific math at the system level, with reporting hooks for each union local's requirements.
What's the engagement model after the system goes live?
Engagement past go-live ranges from focused administrative coverage to fractional HCM management. Construction operations evolve constantly with new federal contracts, new state DBA jurisdictions, new union agreements, new project-specific determinations. The system needs to evolve with them. We stay engaged for the change requests and re-architecture work that keeps the configuration aligned with how each project actually pays.
Selected work
Featured case studies
- A US precast concrete manufacturer
Custom prevailing wage and certified payroll engineering where specialist software fell short: a US precast concrete manufacturer
Prevailing wage + certified payroll engine across 5 integrated platforms
Read the case study →
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